California has implemented a law that requires all managers to have sexual harassment training at least once every two years, with new managers getting the training within six months of employment. An upcoming webinar on this issue is offered that includes the author of the amendment.

While the law’s requirements will create mediocre learning design (because people need more frequent reminders to maximize spontaneous remembering), the law is newsworthy as a potential omen for what may come in the training-and-development industry (and not just for sexual harassment training).

The law as written may have benefits because it is certainly better than nothing, but unfortunately the law repeats several mistakes endemic in our field:

It utilizes a "butts in seats" standard.

It assumes training will be sufficient.

It doesn’t provide for any testing (except seat butts).

It doesn’t assess performance follow-through at all.

The law does say:

The training and education required by this section isintended to establish a minimum threshold and should not discourageor relieve any employer from providing for longer, more frequent, ormore elaborate training and education regarding workplace harassmentor other forms of unlawful discrimination in order to meet itsobligations to take all reasonable steps necessary to prevent andcorrect harassment and discrimination.

Employers who really care about minimizing sexual harassment will provide for "longer, more frequent, [and] more elaborate training."

I’ve been blogging since 2005. I’ve blogged at Work-Learning.com, WillAtWorkLearning.com, Willsbook.net, SubscriptionLearning.com, LearningAudit.com (and .net), and AudienceResponseLearning.com. All of those efforts are now consolidated here.

See SmileSheets.com for information on my book, Performance-Focused Smile Sheets: A Radical Rethinking of a Dangerous Art Form.

======================

Mission:

To bring research-based wisdom to the workplace learning field through my writing, speaking, workshops, evaluations, learning audits, and consulting.

The business case is clear. By utilizing the science of learning, we create more effect learning interventions, we waste less time and money on ineffective practices and learning myths, we better help our learners, and we better support our organizations.